Employment Documents
Are you struggling to create or review important employment-related documents such as contracts, agreements, and policies? We are here to help. With years of experience in the field, we provide expert drafting and reviewing services to ensure that your documents comply with the latest legal standards and meet your specific needs.
From creating new employment contracts to reviewing existing policies, our team of professionals is dedicated to delivering high-quality and reliable services to help you focus on growing your business. Let us take care of your employment documents, so you can focus on what you do best
Non-Disclosure Agreement (NDA)
A non-disclosure agreement (NDA) is a legally binding agreement between two or more parties that prohibits the disclosure of confidential information. It should include information such as the scope of the confidential information, the duration of the NDA, and the remedies for breach.
Show Cause Notice
A show cause notice is a formal document that an employer sends to an employee to notify them of potential disciplinary action. It should include information such as the allegations of misconduct, the potential consequences of the misconduct, and the employee's opportunity to respond to the allegations.
Consultancy Agreement
A consultancy agreement is a legally binding agreement between a consultant and a client that outlines the terms and conditions of the consultant's services. It should include information such as the scope of work, fees, confidentiality obligations, and the ownership of intellectual property created by the consultant.
Severance Agreement
A severance agreement is a legally binding agreement between an employer and an employee that outlines the terms and conditions of the employee's termination. It should include information such as the amount of severance pay, the release of claims against the employer, and the confidentiality obligations of both parties.
Termination Letter
A termination letter is a formal document that an employer sends to an employee to notify them of the termination of their employment. It should include information such as the effective date of termination, the reason for termination, and the employee's eligibility for severance pay.
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Frequently Asked Questions
Question: What are the types of employment contracts?
Answer: In the realm of employment, individuals typically engage in one of three primary contract types: permanent employment, characterized by a long-term commitment; temporary employment, offering a shorter duration of service; and independent contractors, who operate autonomously for specific projects or tasks. Each contract type carries distinct features, providing employers and workers with flexibility in aligning contractual arrangements with specific needs and preferences.
Question: Is employment contract legally binding in India?
Answer: In the legal landscape of India, an employment agreement with negative covenants stands as valid and legally enforceable, provided it meets the essential criteria of a valid contract. This implies that for such an agreement to be upheld, it must fulfill fundamental contractual elements, such as offer and acceptance, legal competency of parties involved, lawful consideration, and the intention to create legal relations. It's crucial for employers to meticulously structure employment contracts, incorporating negative covenants within the framework of these legal prerequisites to ensure their enforceability and compliance with Indian labor laws. This legal framework allows for the establishment of clear and binding terms in employment relationships, promoting legal certainty and protection of both employers and employees.
Question: I have an employment contract; how can I get it reviewed by a Lawyer?
Answer: AristoLegal can help you get your employment contract reviewed and provide you with the right legal guidance. You can schedule your Consultation with an AristoLegal Lawyer.
Question: What is the process of getting the Agreement drafted from AristoLegal?
Answer: AristoLegal offers Standard and Customised Document drafts. If you chose the Customised Document option, your call will be scheduled with a Lawyer to whom you can explain your specific requirements. The first draft will be delivered within 2 working days and then you would be allowed 2 iterations to make changes in the draft.
Question: How will the Document be delivered to me?
Answer: The Document when ready, will be sent by AristoLegal to your email. Post sharing of the document we can schedule a call to discuss and clear any doubts.
Question: What should an employee contract include?
Answer: A comprehensive employee contract, essential for fostering clarity and understanding, should encompass key details. This includes the individual's full name, a detailed job title or work description, and the agreed-upon commencement date. Furthermore, it should clearly outline the compensation structure, specifying both the amount and frequency of payment. The contract should meticulously articulate the anticipated hours and days of work, providing insights into any potential variations and the mechanisms governing such changes. By incorporating these elements into the employment agreement, employers and workers establish a solid foundation for a transparent and mutually beneficial working relationship, promoting understanding and compliance with agreed-upon terms.
Question: Is employment agreement mandatory?
Answer: While in certain states, like Karnataka and Delhi, employers are mandated to furnish written employment contracts to employees in non-manufacturing enterprises, the prevalent standard across India leans towards a more comprehensive practice. This involves the customary procedure of ensuring that every employee, irrespective of the sector or state, is required to sign a detailed employment contract. This broader approach not only aligns with best practices but also fosters a clearer understanding between employers and employees, delineating roles, responsibilities, and terms of employment. Embracing detailed employment contracts as a standard enhances legal clarity, mitigates disputes, and promotes a harmonious employer-employee relationship nationwide.
Question: What are the prerequisites of a valid employment contract?
Answer: The signing of an employment contract, a critical step in formalizing the employer-employee relationship, is a mutual undertaking that necessitates the voluntary consent of both parties. A pivotal aspect ensuring the contract's validity is the reasonableness of the conditions outlined within it. While the stipulations in the contract aim to safeguard the interests of the employer, they are also expected to be fair and equitable for the employee. In adherence to legal norms, it is customary for such contracts to be composed in writing and signed on a stamp paper, with a predetermined and legally fixed value. This meticulous approach not only upholds legal standards but also establishes a foundation for a transparent and mutually beneficial working arrangement, fostering trust and compliance in the employment relationship.
Question: What things should be considered when drafting documentation policies for employment contracts?
Answer: When formulating an Employment Contract, a crucial consideration involves the establishment of written policies and procedures that amalgamate workplace guidelines, governmental regulations, and the overarching principles of the business. Each company tailors its policies to align with its unique business model. To ensure the competence of the employee agreement, four fundamental tasks must be undertaken: i) crafting policy statement guidelines; ii) creating a comprehensive welcome kit; iii) formulating organizational and policy manuals; and iv) composing a safety policy statement. These measures collectively contribute to a robust and effective framework for employment agreements, promoting clarity, compliance, and a cohesive workplace environment.
Question: Is it mandatory to pay stamp duty on an Employee Agreement?
Answer: As per Section 17 of the Indian Stamp Act, 1899, it is stipulated that all instruments executed by any person in India must be appropriately stamped before or at the time of execution. Section 2(14) of the same act defines an "Instrument" as any document creating, transferring, limiting, extending, extinguishing, or recording a right or liability. Therefore, in accordance with the provisions of the Indian Stamp Act, 1899, it is legally prudent to ensure the payment of the correct amount of Stamp Duty, varying across states, on an Employee Agreement to uphold its legal validity.
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Reetika Gupta
21082, Prestige Falcon City, Kanakpura road,
Bangalore- 560062
Email: reetika@aristolegal.co.in